Motivation Theories

Theories of Motivation

Of the various theories that deal with why people do things, I like the work of Abraham Maslow. His assumptions are that there are levels of need that motivate people. The ascension from basic to humanistic looks like this:

As each of these needs are substantially satisfied, the next need becomes dominant. From the standpoint of motivation, the theory would say that although no need is ever fully gratified, a substantially satisfied need no longer motivates. So if you want to motivate someone, you need to understand what level of the hierarchy that person is on and focus on satisfying those needs or needs above that level.

It is assumed that a goal of society is to get everyone past the subsistence level to some higher realm and that everyone wants to ascend to the higher, more humanistic ranges. I like this approach because it takes into account that people are at different stages of development and have different goals. Even two secretaries sitting side by side in the same company can have completely different agendas while doing the same work. One can be a “lifer” and another a college kid who would never think of doing the job long term. This approach says that the management needs to appreciate that difference and motivate each one according to their current situation.

Probably the best use of this theory is in a setting of self-actualizing people such as a think tank. There is little pressure (of time or money) to produce and the “thinkers” are allowed to pursue their favorite lines of inquiry as long as it pertains to the general purpose of the group. There is little backbiting or protectionism, much cooperation and information sharing etc.

A somewhat limited theory is that of Douglas McGregor called theory “x” and theory “y”. Under the assumptions of theory X :

Employees inherently do not like work and whenever possible, will attempt to avoid it.

Because employees dislike work, they have to be forced, coerced or...